Chern’s Case Study

Chern’s Case Study Grading Guide

HRM/548 Version 2

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Chern’s Case Study Grading Guide

HRM/548 Version 2

Recruitment and Retention Practices

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Individual Assignment: Chern’s Case Study

Purpose of Assignment

The purpose of this assignment is to help the student apply the concepts of strategic staffing by designing process and outcome goals for a particular position addressed in the case study.

Resources Required

Strategic Staffing, Ch. 1

Strategic Staffing, Appendix Strategic Staffing at Chern’s: A Case Study

Grading Guide

Content Met Partially Met Not Met Comments:
The student identifies at least three realistic process and outcome goals for staffing sales associate positions at Chern’s        
The student relates how the established process goals align with the business goals        
The student explains why this is important        
The paper is 700 words in length.        
    Total Available Total Earned  
    7

#/7  
Writing Guidelines Met Partially Met Not Met Comments:
The paper—including tables and graphs, headings, title page, and reference page—is consistent with APA formatting guidelines and meets course-level requirements.        
Intellectual property is recognized with in-text citations and a reference page.        
Paragraph and sentence transitions are present, logical, and maintain the flow throughout the paper.        
Sentences are complete, clear, and concise.        
Rules of grammar and usage are followed including spelling and punctuation.        
    Total Available Total Earned  
    3

#/3  
Assignment Total # 10 #/10  
Additional comments:

 

 
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Negotiation Role-Play

Requirement:

week 2 assign.

Chapter 4 in “Essentials” explains ten specific steps for effective planning. (see pp. 97-110)

Address the third step in detail as to the Twin Lakes Mining Company, Exercise 18, (“Readings, Exercises and Cases” pp.547-549.) This step calls for assembling the issues, ranking their importance, and defining the bargaining mix. You are describing how you would plan the negotiation if you were the lead negotiator for the Twin Lakes Mining Company.

3. Assembling the Issues, Ranking Their Importance, and Defining the Bargaining Mix

The next step in planning is to assemble all the issues that have been defined into a comprehensive list. The combination of lists from each side in the negotiation determines the bargaining mix (see Chapter 2). In generating a list of issues, negotiators may feel that they put too much on the table at once or raise too many issues. This may happen if the parties do not talk frequently or if they have lots of business to transact. As we noted in step 2, however, introducing a long list of issues into a negotiation can make success more, rather than less, likely—provided that all the issues are real. Large bargaining mixes allow many possible components and arrangements for settlement, thus increasing the likelihood that a particular “package” of components will meet both parties’ needs and therefore lead to a successful settlement. At the same time, large bargaining mixes can lengthen negotiations because they present so many possible combinations of issues to consider, and combining and evaluating all these mixes can make valuing the deal very complex.

After assembling issues on an agenda, the negotiator next must prioritize them.

Prioritization includes two steps:

1. Determine which issues are most important and which are less important. Once negotiation begins, parties can easily be swept up in the rush of information, arguments, offers, counteroffers, trade-offs, and concessions. For those who are not clear in advance about what issues are more or less critical, it is easy to lose perspective and agree to suboptimal settlements or to get distracted by long debates over points that are relatively unimportant. When negotiators do not have priorities, they may be more likely to yield on those points aggressively argued by the other side rather than to yield based on their own priorities.

Priorities can be set in a number of ways. One simple way is for the negotiator to rank-order the issues by asking, “What is most important?” “What is second most important?” and “What is least important?” An even simpler process is to group issues into categories of high, medium, or low importance. When the negotiator represents a constituency, it is important to involve that group in setting priorities.

Priorities can be set for both interests and more specific issues. A third, more precise method is to award a total of 100 points to the total package of issues and then to divide the points among the issues in proportion to each issue’s relative importance.

If the negotiator has confidence in the relative weighting of points across the issues, then trading off and “packaging” possible settlements together becomes more systematic.

It is also important to set priorities (and possibly assign points) for both tangible and intangible issues. Intangible issues are often difficult to discuss and rank-order, yet if they remain subjective and not quantified, negotiators may overemphasize or underemphasize them. It is easy to push such issues aside in favor of concrete, specific, numerical issues—and negotiators must be careful not to let the “hard bargaining” over numbers drive out more ephemeral discussion of intangible issues and interests. More than one negotiator has received a rude shock when his or her constituency has rejected a settlement because it ignored the intangibles or dealt with them sub optimally in the final agreement.

Finally, negotiators may also wish to specify a bargaining range for each issue in the mix. Thus, not only would a “best possible” and “minimally acceptable” package be specified, but also a target and minimally acceptable level would be specified for each issue in the mix. Sometimes, assigning points to each issue, based on the issue’s relative importance to the others, can help a negotiator “keep score” as various elements of the bargaining mix are assembled.

2. Determine whether the issues are linked together or separate. If the issues are separate, they can be easily added or subtracted (here is where points can help); if connected, then settlement on one will be linked to settlement on the others and making concessions on one issue will inevitably be tied to some other issue. The negotiator must decide whether the issues are truly connected— for instance, whether the price he will pay for the house is dependent on what the bank will loan him—as opposed to simply being connected in his own mind for the sake of achieving a good settlement.

The above content is the method that we you need to use in next. Follow it to finish this negotiation.

CASE

Twin Lakes Mining Company

Introduction

In this role-play you will have the opportunity to negotiate a serious problem—a conflict between a mining company and the government of a small city regarding an environmental cleanup. While the issues in this scenario have been simplified somewhat for the purpose of this role-play, such conflicts between industry and governmental groups are typical throughout the country. Try to introduce as much realism into this situation as you can, based on your own personal experiences.

Background Information

The Twin Lakes Mining Company is located in Tamarack, Minnesota, in the northern part of the state. It was established there in 1961. The city of Tamarack has a year-round population of approximately 18,000. Although there is a growing revenue that accrues to the city as a result of heavy summer tourism (summer homes, fishing, etc.) and several cottage industries, Tamarack is basically a one-industry city. Twenty-five hundred people, 60 percent of whom live within city limits, work for the Twin Lakes Mining Company; 33 percent of the city’s real estate tax base of about $5 million consists of Twin Lakes Mining Company property and operations. Both in terms of direct tax revenue and indirect contribution to the economic stability of the local population, Tamarack is strongly dependent on the continued success of the Twin Lakes Mining Company.

The Twin Lakes Mining Company is an open-pit, iron ore mine. Open-pit mining consists of stripping the topsoil from the ore deposit with the use of power shovels. Train rails are then laid, and most of the ore is loaded into railroad cars for transportation to a central collecting point for rail or water shipment. As mining operations progress, rails are relaid or roads constructed to haul ore by truck. The ore is transported to a “benefication plant” located on the outskirts of Tamarack. Benefication of ore involves crushing, washing, concentration, blending, and agglomerating the ore. In the early days of ore production, such treatment was unnecessary; however, benefication is necessary today for several reasons. First, transportation costs of rejected material (gangue) are minimized.

The crude ore may lose as much as one-third of its weight in grading, and, in addition, impurities are removed at a much lower cost than if removed during smelting. Second, ores of various physical and chemical properties can be purified and blended during this process. Finally, fine ore materials, which previously may have been rejected as a result of smelting problems, can now be briquetted and pelletized to increase their value. After the ore proceeds through this process of cleaning and agglomerating into larger lumps or pellets, it is shipped by railroad car to steel mills throughout the Midwest. Rejected materials are returned to “consumed” parts of the mine, and the land is restored.

Twin Lakes’ benefication plant is located approximately five miles outside of

Tamarack. As a result of the expansion of the residential areas of the city, summer home development, and various Twin Lakes operations, the plant has become a major problem for local citizens. For years, the Tamarack City Council has been pressing the company to clean up the most problematic operations.

While most of these discussions have been amicable, Twin Lakes has done little or nothing to remedy the major concerns. Now, as a result of more stringent environmental laws and regulations, Twin Lakes has come under pressure from both the state of Minnesota and the federal government for environmental cleanup. Both the state and the federal

Environmental Protection Agency have informed Twin Lakes that the company is in major violation of water and air pollution quality standards, and that immediate action must be taken. Twin Lakes’ estimates indicate that total compliance with the cleanup regulations will cost the company over $36 million. Because Twin Lakes is now mining relatively low-grade ore and because foreign competition in the steel market has significantly eroded the demand for ore, environmental compliance may seriously influence the profitability of the company. Many local citizens, as individuals and through the local chapter of the United Mineworkers Union, are putting significant pressure on the City Council to help the Twin Lakes Company in its environmental cleanup operations.

The imposition of the environmental controls on Twin Lakes, and the resulting pressure from all segments of the community, have led to renewed discussions between company officials and the City Council. As a result of these discussions, the following environmental issues have emerged:

1. Water quality: The Twin Lakes plant requires large amounts of water to wash the crushed ore. In addition, much of the highest-quality ore is reduced to an almost powder like texture after washing and is being lost in the washing operation. As a result, the company has built a series of settlement recovery ponds alongside Beaver Brook near the plant. Water that has been used for washing ore is allowed to stand in these ponds; they are periodically drained and the ore recovered. Nevertheless, granules of iron ore and other impurities continue to wash downstream from the plant. The environmental agents have insisted that the effluent from the plant and the ponds be cleaned up. Estimates for the cost of a filtration plant are $20 million. Twin Lakes claims that it cannot afford to build the plant with its own revenue. Since Tamarack has periodically talked about Beaver Brook as a secondary water source for the city (and residential development makes this a more pressing concern in two to three years), the Twin Lakes officials hope that they might interest Tamarack in a joint venture.

2. Air quality: The entire process of mining, transporting, and crushing ore generates large amounts of dust. This has significantly increased the levels of particulates in the air. In addition, during the dry summer months, the operation of many large trucks along dirt roads intensifies the problem considerably. Twin Lakes believes that it can control a great deal of the dust generated immediately around the plant at a cost of approximately $8 million. The most significant debate with the city has been over a series of roads around the city outskirts. Approximately half of the roads are city owned; the rest have been specially constructed for the transportation of ore and material. Estimates for paving all the roads are $4.8 million, with a yearly maintenance cost of $600,000; periodic oil spraying of the roads, to keep down the dust, would run approximately $800,000 annually, but an agreement to do this as a short-term measure may not satisfy the environmental agencies.

3. Taxation of company land: The land for the mine itself is outside city limits.

However, the plant lies within city boundaries, and current taxes on the city land are $800,000 annually. The company has always felt that this taxation rate is excessive. In addition, several of the railroad spurs used to move ore into the plant, and out to the major railway line, cross city land. The city has continued to charge a flat rate of $400,000 annually for right-of-way use. It has occasionally offered the land for sale to the company at rates varying from $2.2 million to $2.4 million. Again, the company has felt that this rate is excessive.

Both the company and the city believe that if some resolution could be obtained on these three major issues, the remaining problems could be easily resolved, and Twin

Lakes would agree to keep the mine open.

 
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Hooters Restaurants Case Study

MGT229 – Lesson 9 ‒ Case Study

Hooters Restaurants

Background Information  Hooters restaurants are known for spicy chicken wings, the Owl mascot (i.e., “Hooters”) and Hooters’  girls, dressed in, as the company describes it, “white Hooters tank top, orange shorts, suntan hose,  white socks, solid white shoes, brown Hooters pouch, name‐tag and of course … a smile!” Hooters only  hires female servers and readily admits that “the element of female sex appeal” is part of its business,  but no more so, it argues, than the “socially acceptable” Dallas Cowboy Cheerleaders, Sports Illustrated  swimsuit models, or Radio City Rockettes. Hooters states,

The ‘nearly world famous’ Hooters Girls are the cornerstone of the Hooters concept, and as part  of their job, these all‐American cheerleaders make promotional and charitable appearances in  their respective communities. Hooters hires women who best fit the image of a Hooters Girl to  work in this capacity.

Hooters provides detailed guidelines on its Web site about hair, eyes, skin, makeup, and exercise.  Consistent with maintaining the image of a Hooters Girl, all of its female wait staff must attend image  classes and pass an image quiz.    Current Issue  Hooters is being sued for discrimination by two waitresses from Roseville, Michigan, Cassandra Smith  and Leeanne Convery. Smith received positive performance evaluations and was promoted to shift  supervisor. But at her last evaluation, the 5’8″ Smith says she was advised to lose weight and join a gym,  despite dropping from 145 pounds, when hired, to her current 132.5 pounds. She says she was given 30  days to lose more weight, and when she didn’t, was fired. Says Smith, “I had these two women from  [Hooters headquarters in] Atlanta telling me I had 30 days to make an improvement, and I didn’t know  what I’m supposed to improve. I was proud of myself, working out the last months, losing 10 pounds to  get ready for my summer body. For that (phone call) to happen, it was almost a slap in the face.”  Convery, who is 4’11” and weighs 115 pounds, says she was also placed on weight probation and then  fired, despite losing 15 lbs.    Hooters Response  In a written statement, Hooters said, “No employee in Michigan has been asked to lose weight and …  the company does not enforce any weight requirement.” Company spokesperson Mike McNeil said,  “We never mentioned weight. We never mentioned pounds. We never mentioned scales.” But, he said,  “We have an image to uphold. We’ve been upholding it for 27 years. Hopefully, we’ll be doing it for  another 27 years.” Moreover, he said, “You’re hired based on the image you have when you walk  through the door.”    Additional Information  Discrimination is treating people differently in hiring, firing, promotion, training, and compensation  decisions because of nonperformance related criteria.  For example, age discrimination is treating  people differently because of their age.  Age discrimination typically occurs when older workers are fired  because of their age, or not hired, promoted, trained, or paid because of their age, rather than their  potential or performance.  The chapter discusses age, sex, race and ethnicity, and disability‐based

 

 

discrimination in detail.  Despite good efforts and intentions, these kinds of discrimination still occur in  workplaces, but to a lesser degree than in the past.

Federal law, based on Title VII of the 1964 Civil Rights Act, says that it is not unlawful to hire and employ  someone on the basis of sex, religion, or national origin.  Notice, however, that Title VII doesn’t say  anything about weight.  For instance, a professional woman wrote to the legal advice column of the Wall  Street Journal with this complaint, “I am a professional woman whose job at an Atlanta‐area company  was terminated after only one day. The recruiter told me the owner said he didn’t like me because I was  overweight and had large breasts. A smaller woman with less experience was hired to replace me. Can I  fight this?”  Attorney Thomas Mitchell, who was consulted by the columnist, said, “What happened is  wrong and unfair, but it’s really hard to persuade a court that it’s illegal under that context because the  employer didn’t replace you with a male.” Mitchell is indicating two things here. First, firing this woman  because of her weight was wrong, but it wasn’t illegal because weight is not covered under federal law  or state law (in this case, Georgia).  Second, there would have been a legal complaint if she had been  replaced by a man, but the basis of the case would have been sex discrimination and not weight  discrimination.

Since the Hooters case was filed in Michigan, does Michigan law cover weight when it comes to  employment decisions?  Indeed, Michigan is the only state that does.  In 1976, Michigan passed the  Elliott‐Larsen Civil Rights Act which protects rights passed on religion, race, color, national origin, age,  sex, height, weight, familial status, or marital status.  More specifically, Michigan employers are  prohibited from any of the following: To fail or refuse to hire or recruit, discharge, or otherwise  discriminate against an individual with respect to employment, compensation, or a term, condition, or  privilege of employment, because of religion, race, color, national origin, age, sex, height, weight, or  marital status.

So, under Michigan law Smith and Convery may have a case for weight discrimination.  That is, under  Michigan law, weight is a non‐job‐related criterion.  Smith and Convery’s attorney put it this way, “All  their job duties are those of a waitress.  Serve chicken wings, refill salt shakers, carry mugs of beer.”  In  other words, weight isn’t related to how well Smith and Convery do their jobs at Hooters.  So from the  plaintiffs’ perspective, under Michigan law, weight clearly should not be a factor in human resource  decisions.

In Chapter 11 on human resource management, the general effect of Federal employment law, which is  still evolving through court decisions, is that employers may not discriminate in employment decisions  on the basis of sex, age, religion, color, national origin, race, or disability. The intent is to make these  factors irrelevant in employment decisions. Stated another way, employment decisions should be based  on factors that are “job related,” “reasonably necessary,” or a “business necessity” for successful job  performance.

The only time that sex, age, religion, and the like can be used to make employment decisions is when  they are considered a bona fide occupational qualification(BFOQ).  Title VII of the 1964 Civil Rights Act  says that it is not unlawful to hire and employ someone on the basis of sex, religion, or national origin  when there is a bona fide occupational qualification (BFOQ) that is “reasonably necessary to the normal  operation of that particular business.”

For example, a Baptist church hiring a new minister can reasonably specify that being a Baptist rather  than a Catholic or Presbyterian is a BFOQ for the position. However, it’s unlikely that the church could

 

 

specify race or national origin as a BFOQ. In general, the courts and the EEOC take a hard look when a  business claims that sex, age, religion, color, national origin, race, or disability is a BFOQ.

What to Do?  As the judge in the case, you’ve got a number of key determinations to make. First, the women are  basically arguing that being fired for being too heavy is akin to being fired because of their age, religion,  sex, color, or national origin. In short, they say they’re being discriminated against because of their  weight. So, if Hooters fired them because they were too heavy, is that illegal under state and federal  law? Second, Hooters will claim that the image of the Hooter Girl is central to their business and  consequently allows them to discipline and fire waitresses for not maintaining that image. This can be  considered a bona fide occupational qualification. When a BFOQ is “reasonably necessary to the normal  operation of that particular business,” personnel decisions can be made on the basis of race, color,  religion, sex, or national origin. Is the Hooter Girl image, and more specifically, the weight of a Hooter  Girl, a BFOQ and thus a legally justifiable reason for Hooters’ hiring, firing, and promotion decisions?     Finally, Convery claims that since giving birth to her son, she has had problems maintaining her weight.  In other words, having children changes a woman’s physique, making it more difficult to return to one’s  pre‐baby weight. If this is true, could she possibly have a legal case on the basis of the Americans with  Disabilities Act?  Source: Adapted from MGMT 6 Instructor Resources, Chapter 12, Cengage Learning, 2013.

 
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Organizational Behavior Chapter 17 Multiple Choice Questions

Home > Chapter 17 > Multiple Choice Quiz

Multiple Choice Quiz

1
Kurt Lewin’s model that helps us understand how the change process works:
A) Force field analysis
B) Organizational development
C) Human resource planning
D) Future search
E) Job evaluation

2
Which of these best describes restraining forces?
A) Unfreezing
B) Driving forces
C) Negotiation
D) Refreezing
E) Resistance to change

3
Which of these is the first part of the change process, according to Lewin’s model?
A) Unfreezing
B) Driving forces
C) Negotiation
D) Refreezing
E) Resistance to change

4
Producing disequilibrium between the driving and restraining forces involves:
A) refreezing.
B) unfreezing.
C) feedback.
D) learning.
E) communication.

5
When organizational systems and structures are realigned with the desired behaviours, this is referred to as:
A) refreezing.
B) unfreezing.
C) feedback.
D) resistance.
E) future search.

6
The main reasons people resist organizational change include all of the following, EXCEPT:
A) direct costs.
B) poor leadership.
C) breaking routines.
D) fear of the unknown.
E) saving face.

7
When people resist change as a political strategy to “prove” that the decision is wrong or that the person encouraging change is incompetent refers to which of these forces resisting organizational change?
A) Direct costs
B) Poor leadership
C) Breaking routine
D) Incongruent organizational system
E) Saving face

8
The change process must begin by informing employees about:
A) competitors.
B) changing consumer trends.
C) impending government regulations.
D) all of the above.
E) none of the above.

9
The preferred way to initiate change is to:
A) increase the restraining forces.
B) increase the driving forces.
C) reduce the driving forces.
D) reduce or remove the restraining forces.
E) both ‘b’ and ‘d’.

10
All of these methods try to reduce the restraining forces, EXCEPT:
A) stress management.
B) saving face.
C) communication.
D) employee involvement.
E) learning.

11
Which of these is the highest priority and first strategy required for any organizational change?
A) Communication
B) Stress management
C) Negotiation
D) Learning
E) Employee involvement

12
Which of these methods of dealing with resistance to change creates employee ownership and empowerment in the change process?
A) Communication
B) Stress management
C) Negotiation
D) Learning
E) Employee involvement

13
__________ are system-wide group sessions, usually lasting a few days, in which participants identify trends and ways to adapt to these changes.
A) Negotiations
B) Learning events
C) Future search
D) Customer-driven change
E) Stress management sessions

14
A change agent may be a(n):
A) transformational leader.
B) transactional leader.
C) internal consultant.
D) external consultant.
E) any of the above.

15
Every organizational change requires:
A) negotiation.
B) an external consultant.
C) a change agent.
D) a pilot project.
E) ‘a’ and ‘b’.

16
__________ is a databased, problem-oriented process that diagnoses the need for change, introduces the intervention, and then evaluates and stabilizes the desired changes.
A) Process consultation
B) Action research
C) Quantum change
D) Sensitivity training
E) Organizational congruency

17
Action research assumes the change agent is from outside the system, so the first task is to:
A) form a relationship between the client and consultant.
B) diagnose the need for change.
C) introduce change.
D) evaluate change.
E) stabilize change.

18
Appreciative inquiry is deeply grounded in the emerging philosophy of:
A) discovery.
B) dreaming.
C) action research.
D) positive organizational behaviour.
E) cross-cultural learning.

19
Which of these is the first stage of the appreciative inquiry process?
A) Delivery
B) Dialogue
C) Discovery
D) Designing
E) Dreaming

20
Which of these is true of parallel learning structures?
A) They are highly participative arrangements.
B) They involve people from most levels of the organization who follow the action research model to produce change.
C) They are social structures.
D) Participants are sufficiently free of the constraints of the larger organization.
E) All of these.

 
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MGMT615 Assignment- Need Today By 11pm EST

Gain an Understanding of the Case Study

The text book for the class is:

Thompson, A., Strickland, A., Gamble, J. (2012). Crafting and Executing Strategy; The Quest for Competitive Advantage: Concepts and Cases, 18ed. New York, NY: McGraw-Hill Irwin.

I suggest you do the following:

1. Download and read the “Guide to Case Analysis” in the Resources area located under Course Tools to the left of the screen. (I attached this)

2. Read the Case Study in your textbook entitled “Competition among the North American Warehouse Clubs: Costco Wholesale versus Sam’s Club versus BJ’s Wholesale.” (I found a copy of this in this link http://prezi.com/loxsqcwhumkp/copy-of-competition-among-the-north-american-warehouse-clubs-costco-wholesale-versus-sams-club-versus-bjs-wholesale/ )

3. View the following videos and visit the following websites to gain a thorough understanding of the case and supporting materials.

a. In the Club: Saving Bucks at Wholesale Stores –

http://bevideos.mhhe.com/business/video_library/0077325168/swf/Clip_01.html

b. Costco vs. Sam’s Club –

http://www.consumerreports.org/cro/money/shopping/where-to-buy/warehouse-clubs-5-07/overview/0507_ware_ov.htm

c. Costco – http://www.costco.com/

d. Sam’s Club – http://www.samsclub.com/

e. BJ’s Wholesale – http://www.bjs.com/

Prepare a Five Forces Analysis

Prepare a five forces analysis addressing what is the competition like in the North American wholesale club industry? Which of the five competitive forces is strongest and why? Which of the three rivals—Costco, Sam’s, or BJ’s Wholesale—has the best strategy? Why? Which of the three rivals has been the best performer? Use the information in Figures 3.3, 3.4, 3.5, 3.6, 3.7, and 3.8 (and the related chapter discussions on pp. 54-71) to do a complete five-forces analysis of competition in the North American wholesale club industry.

You will be graded on the content of your post and the quality of the substantive feedback to two classmates’ Readings posts. Replies should be constructive in nature and offer authoritative citation, when appropriate.

The required minimum number of words for initial postings to each discussion question each week is 500.

 
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Compensation

Welcome to Week 7!

Congratulations!  The bulk of your compensation project is now complete.  This week you’ll be submitting your final project.  Your final project will include the 3 milestones you have completed so far, with any adjustments needed based on my feedback.  You will also include a 1-2 page historical perspective on compensation and a 1–2 page summary of how you used a strategic approach, research, communication, analytical skills, and problem-solving to present a compensation package tailored for e-sonic.  Also, please be sure to go back to your Executive Summary from the 1st milestone and make any necessary adjustments to incorporate all of the work you have done since the 1st milestone.

I strongly encourage you to review the sample final project outline that is included in the resources I posted in the General Discussions thread.  I will be working this week to provide you feedback on your 3rd milestone so you can make any necessary adjustments for your final submission.

The reading this week will continue to focus on global compensation.  There are also 2 articles to read.

This week you’ll need to complete the following:

· Read Chapter 15 in the Pearson text

· Review the PDF – Fixing Minimum Wage Levels in Developing Countries

· Review the PDF – Culture, Infrastructure and International Health Benefits Delivery

· While there are no required discussion posts this week, I encourage you to continue to engage with your classmates in the previous discussion threads and I may post a new discussion topic that would NOT be required.

 
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EmpRel/Union Campaigns

Read chapters 6 and 7 of the text. While the material refers to both union campaigns and union avoidance, we will combine the study of the two. To this end:

1. When elections for unions occur, the process can be very adversarial and contentious, as many elections can be. Put yourself in the position working on a union election. Which of these 3 roles would suit you best and why, knowing the information you now are learning about labor relations:

  • Running the campaign of a union candidate
  • Monitoring election outcomes
  • Informing all parting of legal rules regarding campaign organization and the election process.

Explain your answer and tell us a bit about yourself and your personality.

2. Read the GMFC case on 189 and state your answer to the problem, as listed in the last sentence on 190.

3. What is your opinion of the philosophy-laden approach to employee relations?

Submission Instructions: (www.turnitin.com)

Any papers/assignments should at a minimum contain 3-4 pages of content (double spaced), include a properly formatted cover page, and a reference listing page with at least three (3) NEW references properly listed at the end of your work. Providing additional references to your assignments demonstrate your desire to conduct additional research on the topic area and can improve your research skills.

With all assignments, include properly formatted in-text citations within the body of your work for each of your listed references so the reader can ascertain what is your original thought or ideas and what portion of your work is taken from credible sources to support your work. It is really important to identify work from other sources to ensure that proper credit is provided to researchers in the field.

 
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Resistance To Change Paper

Reproduced with permission of the copyright owner. Further reproduction prohibited without permission.

Lewin’s field theory as situated action in organizational change Rosch, Ed Organization Development Journal; Summer 2002; 20, 2; ProQuest Central pg. 8

Reproduced with permission of the copyright owner. Further reproduction prohibited without permission.

Reproduced with permission of the copyright owner. Further reproduction prohibited without permission.

Reproduced with permission of the copyright owner. Further reproduction prohibited without permission.

Reproduced with permission of the copyright owner. Further reproduction prohibited without permission.

Reproduced with permission of the copyright owner. Further reproduction prohibited without permission.

 
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Hrm Negotiation Simulation Measurement

Local H-56 Team (A, B, C): Date: May 23, 2017
Team Members: Arredondo, Maria * Garay, Ana * Lopez, Rebecca * Rosas, Maria * Yang, Zhidong
DEMAND (OPENING POSITION)

 

 Item Proposal (Article Number & Contract Clauses) Cost
1. Wages

 

Article 6 and Appendix A: wages rates, Clause 6.1

General Increases and Minimum rates.

%5 increase to wage change and starting minimum wage at $11.00 per hour

 

5% increase

190,042.16

2. Vacations Holiday

Leaves

Article 13 &14 clauses 13.6, 14.1 and 14.2, Article 12 clause 12.10 $77,245.00 = 30% Increase

$42,247.49 – 3 PH

3. Hours of Work, Overtime,

Retirement

Article 8 & 20, clause 8.3, 8.4  
4. Health Insurance, Other

Benefits

Article 18 & 19: Health and welfare schedule of benefits.

Clauses 19.4

5% Fund Increase, Add Vision and Dental Plan to current fund

$1,912,567.50
5. Team Negotiation topics Article 23: Term of Agreement  
Other

 

   
 Attach additional sheets as needed with proposed language changes.

 

Proposed Contract Duration: __5__ years

 

 

ESTIMATED ANNUAL COSTS

(add or delete years as needed)

Year 1: Year 2: Year 3:

Year 4:

Year 5:

TOTAL LIFE OF CONTRACT COST: $

 

 

Local H-56 Team (A, B, C): Date: May 23, 2017
Team Members: Arredondo, Maria * Garay, Ana * Lopez, Rebecca * Rosas, Maria * Yang, Zhidong
TARGET (DESIRED) SETTLEMENT
 Item Proposal (Article Number & Contract Clauses) Cost
1. Wages

 

Article 6 and Appendix A: wages rates, Clause 6.1 Pay Rates A. General Increases B. Minimum Rates

Target to be desired is %3 increase with $10.85 starting pay for minimum wage

 114,025.30
2. Vacations, HolidayLeaves Article 13 &14 clausers 13.6, 14.1 and 14.2, Article 12 clause 12.10 $66,306.50 = 24% Increase

$37,531.17 – 2 PH

3. Hours of Work, Overtime,

Retirement

Article 8 & 20, clause 8.3, 8.4  
4. Health Insurance, Other

Benefits

Article 18 & 19: Health and welfare schedule of benefits.

Clauses 19.4

3% Fund Increase, Add Vision and Dental Plan to current fund

 $1,867,101.75
5. Team Negotiation topics Article 23: Term of Agreement  
Other

 

   
 Attach additional sheets as needed with proposed language changes.
Proposed Contract Duration: __3__ years

 

 

ESTIMATED ANNUAL COSTS

(add or delete years as needed)

Year 1: Year 2: Year 3:

TOTAL LIFE OF CONTRACT COST: $

 

 

Local H-56 Team (A, B, C): Date: May 23, 2017
Team Members: Arredondo, Maria * Garay, Ana * Lopez, Rebecca * Rosas, Maria * Yang, Zhidong
MINIMUM SETTLEMENT

(THREAT OR WALKAWAY POINT)

FALL BACK POSITION

 Item Proposal (Article Number & Contract Clauses) Cost
1. Wages

 

Article 6 and Appendix A: wages rates, Clause 6.1

Minimal increase for general wage is 2.99% with minimum wage at $9.00 per hour

 $113,645.21
2. Vacations Holiday

Leaves

Article 13 &14 clauses 13.6, 14.1 and 14.2, Article 12 clause 12.10 $42,247.49 = 19% Increase

$18,765.59 – 1 PH

3. Hours of Work, Overtime,

Retirement

Article 8 & 20, clause 8.3, 8.4  
4. Health Insurance, Other

Benefits

Article 18 & 19: Health and welfare schedule of benefits.

Clauses 19.4

2.99% Fund Increase, Add Vision and Dental Plan to current fund

 $1,866,958.97
5. Team Negotiation topics Article 23: Term of Agreement  
Other

 

   
 Attach additional sheets as needed with proposed language changes.

 

Proposed Contract Duration: __35__ Months

 

 

ESTIMATED ANNUAL COSTS

(add or delete years as needed)

Year 1: Year 2: Year 3:

TOTAL LIFE OF CONTRACT COST: $

 

 

Local H-56 Team (A, B, C): Date: May 24, 2017
Team Members: Arredondo, Maria * Garay, Ana * Lopez, Rebecca * Rosas, Maria * Yang, Zhidong
FINAL AGREEMENT
 Item Summary (Article Number & Contract Clauses) Cost
1. Wages

 

Article 6 and Appendix A: wages rates, Clause 6.1  
2. Vacations Holiday

Leaves

Article 13 &14 clauses 13.6, 14.1 and 14.2, Article 12 clause 12.10  
3. Hours of Work, Overtime,

Retirement

Article 8 & 20, clause 8.3, 8.4  
4. Health Insurance, Other

Benefits

Article 18 & 19: Health and welfare schedule of benefits.

Clauses 19.4

 
5. Team Negotiation topics Article 23: Term of Agreement  
Other

 

   
 Attach additional sheets as needed with proposed language changes.
Proposed Contract Duration: ____ years

 

ESTIMATED ANNUAL COSTS

(add or delete years as needed)

Year 1: Year 2: Year 3:

Year 4:

Year 5:

TOTAL LIFE OF CONTRACT COST: $

 

3. Hours of Work, Overtime, and Premium Pay & Retirement

(First Name, Last Name)

Proposed Changes Positions Summary Estimated Cost Justifications
 

 

1

 

Current Position Copy from the CBA 0 NA
  Opening Position      
  Target Position      
  Fall Back Position      
 

 

2

 

Current Position Copy from the CBA 0 NA
  Opening Position      
  Target Position      
  Fall Back Position      
 

 

3 (Optional)

Current Position Copy from the CBA 0 NA
  Opening Position      
  Target Position      
  Fall Back Position      

 

CBA: Collective Bargaining Agreement http://www.thezinnia.com/ OR BlackBoard

 

References:

APA style

Budd, J. (2015). The Zinnia and Service Workers Local H-56. A collective bargaining simulation. Retrieved from www.thezinnia.com

 
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4 Video Case Studies

Book Reference

Dessler, G. (2015). Human resource management [VitalSource Bookshelf version] (14th ed.).

Unit II Case Study

Video Case: Strategic Management: Joie de Vivre Hospitality

Instructions: Read the video case in your textbook titled “Strategic Management: Joie de Vivre Hospitality,” then watch the corresponding video in the Unit Study Guide. Answer two of the Discussion Questions on page 81. Be sure to restate each question in your own words before answering in essay format. Your total assignment response must be at least 400 words in length. You must use at least your text book to complete this assignment. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. All references and citations used must be in APA style.

PearsonMyLab Video: Joie de Vivre Hospitality: Strategic Management

Pearson Link: http://media.pearsoncmg.com/ph/bp/bp_video_links/2013/mgmt/hrm/JDVH-VID2-WEB640.html

 

Unit III Case Study

Video Case: Interviewing Candidates (Zipcar)

Instructions: Read the video case in your textbook, titled “Interviewing Candidates (Zipcar),”then watch the corresponding video in the Unit Study Guide. Answer two of the Discussion Questions on page 209. Be sure to restate the question in your own words before answering in essay format. Your total assignment response must be at least 400 words in length. You must use at least your textbook to complete this assignment. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. All references and citations used must be in APA style.

PearsonMyLab Video: ZipCar: Interviewing Candidates

Pearson Link:

http://media.pearsoncmg.com/ph/bp/bp_video_links/2013/mgmt/hrm/ZIPC-VID3-WEB640.html

 

Unit IV Case Study

Video: Training (Wilson Learning)

Instructions: Read the video case in your textbook, titled “Training (Wilson Learning),” then watch the corresponding video in the Unit Study Guide. Answer four of the Discussion Questions on page 251. Be sure to restate each question in your own words before answering in essay format. Your total assignment response must be at least 400 words in length. You must use at least your textbook to complete this assignment. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. All references and citations used must be in APA style.

PearsonMyLab: Wilson Learning: Training

Pearson Link:

http://media.pearsoncmg.com/ph/bp/bp_video_links/2013/mgmt/hrm/hrm_0701_512.html

Unit VII Case Study

Video Case: Union-Management Relations (UPS)

Instructions: Read the video case in your textbook, titled “Union-Management Relations (UPS),” then watch the corresponding video in the Unit Study Guide. Answer Discussion Questions 15-13 and 15-16 on page 483. Be sure to restate each question in your own words before answering in essay format. Your total assignment response must be at least 400 words in length. You must use at least your textbook to complete this assignment. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. All references and citations used must be in APA style.

UPS: Union-Management Relations

http://media.pearsoncmg.com/ph/bp/bp_video_links/2013/mgmt/hrm/hrm_0802_512.html

 
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